Lately, I have been so wordy that I have had to separate articles into two parts. This is yet another example of having so much to say about hiring and … Read more

In Part 1, we discussed the fact that high job performance is not the norm ó and that this is very expensive. We also explained that some of the … Read more

This article is the second of a two-part series focusing on building effective foundations for online screening. Last month’s article provided some … Read more

I wrote my first check 30 ó ah, let’s just say several ó years ago. It was an agonizing experience that required about a half an hour, … Read more

We like to think of organizations as being “organized,” with individual pieces working together like a fine machine. But all too often, close … Read more

“When we last left our intrepid hero, Atomic Recruiter, he was being held captive in the Dungeon of Repetitive Tasks and Meaningless Efforts by the … Read more

In Part 1 of this article series, we looked at the many reasons why your organization should measure the quality of its hires. Here in Part 2 we’ll … Read more

It happens every day. Somebody gets the great idea to develop organizational competencies. A committee is formed of trainers, recruiters, and a sprinkling … Read more

Dear Candidate, I am writing to thank you for expressing interest in our current opening. However, I regret to inform you that we feel that your current … Read more

I consider the single biggest fault with corporate and external recruiting functions to be their almost universal failure to measure the quality (or … Read more